CONCEPTUAL OVERVIEW OF HRM

SYNOPSIS

Submitted to,

Prof. Sivadas Nambiar

By,

Chethan Kumar.K

ROLL NOMA1111

Date : 04/04/2012 UOM - C

MBA

A CONCEPTUAL OVERVIEW OF HRM

HRM policies are affected by situational factors and stake holders interest.
Situational factors and stakeholders interest are the constraints for policy making.

 Commitment, competence, congruence and cost effectiveness are the outcome of HRM policies. In the long run HRM policies lead to individual well being and organisational effectiveness. Organisational effectiveness means, the capacity of the organisation to be responsive and adoptive to its environment. Strikes and poor profitability forces a change in the HRM policies. Managers must ask questions of fit to review the policies. The physical and psychological well being of employees is gaining importance as a corporate concern. Commitment can be analysed by attitude surveys. Personnel records about voluntary turnover absenteeism and grievance is an indicator of conflict. Stake holders include owners, govt, host communities, workers, labor unions and managers.

 To move towards a stake holders perspective, contextual factors such as society and legislation would be needed. Situational factors include workforce characteristics, business strategy and conditions, management philosophy, labor market conditions, unions, task technologies, laws and social values. A manufacturing firm supports those HRM policies and procedures that encourage cost savings. HRM policies and management philosophies has to be stronger. One of the problems in labor market condition is finding people with right skills. Trends include participation of women and minorities. A firms ability to compete in labor markets is depending on its ability to anticipate trends in labor market. Unions save as a mechanism to provide collective voice for workers over HRM matters. The desire to stay non union was a major factor in designing three policies.

 Task technology means the way equipment is arranged to perform a task. The work of clerical employees, professional and managers will be affected as new information technology. HRM policies express the ideology of an organisation. Legislations affecting HRM policies include legal framework in which unionisation and union management relations occur. High commitment, high competence, cost effectives and higher congruence can contribute to organisation adaptability. Effective organisations are adaptive to social environment. The relationship between employees and employers are most important in organisational adaptability.